My Supervisor Stopped Doing Staff Appraisals Once I Reached The Top of My Pay Grade. What Should I Do?

Some supervisors and managers stop doing performance appraisals if raises or pay grades are not longer dependent upon the results of the staff appraisals. This is based on the mistaken assumption that staff appraisals' only purpose is to determine pay levels, when in fact staff appraisals are important in improving performance. It is important that staff and job reviews continue after they are no longer linked to pay raises. What to do, as an employee?

I suggest you approach your supervisor or manager and explain that you are interested in improving your performance since anyone can always improve, even if they are doing well. Ask for an opportunity (even if it's short and informal) to site down and discuss performance with the supervisor. It need not be "formal" or involve the completion of forms, but should focus on performance improvement.

If the manager consents, it's best to prepare ahead a time, a short list of questions you want to ask your supervisor about performance and its improvement. That will help you get what you want from the discussion.

For more detailed information about how you, as an employee, can enhance the benefits of performance reviews, click here to preview Getting the Most From Performance Appraisals For Employees.

• Busy? We walk you through the complete process of managing performance, from goal setting to addressing performance problems and discipline issues. Contains ALL our help cards, and here's a sneak peak: Walk the path WITH employees.
• Well, we do. Here's a low cost mini-guide FOR EMPLOYEES so they can be active participants in a truly collaborative performance review.
• Well, you can't, so this short LearnByte guides explains how to identify barriers to employee performance, in order to clear them away. Diagnosing is the key to productivity improvement.
• Ok. Now you can have a reusable checklist so you don't miss any of the critical steps needed to succeed with your employee reviews.
• Save huge amounts of time and frustration during performance review meetings, by having set proper goals and objectives for the employee. Isn't that your job? To make sure employees know what they need to accomplish?
• If you think performance management = performance appraisal, you NEED this badly.
• ...and how damaging to your employees. We'll walk you through the entire process of dealing with performance problems with one goal: To FIX them, and improve productivity. And we ask for less than 20 minutes of your time.
• Prefer Kindle? Many of our quick read helpcards and also our books on performance management and reviews and how to make them work, are available via Amazon on the KINDLE. Click here to go direct.
• It's 2013, not 1945 and it's time to lose the industrial mindset and use management tools for THIS century. Here's ten steps to improvement.

1 2 3 4 5 6 7 8 9

jQuery Image Slider With Thumbnails by WOWSlider.com v2.6